360 Feedback for managers

Feedback has always, and will always be, essential for personal and organisational growth. While giving feedback to peers and those within your team is common, providing feedback to managers can be — to put it mildly — a little bit daunting. 

However, 360 feedback for managers is an invaluable tool, when wielded correctly. It can help to create a healthy and productive work environment, help managers refine their leadership style and it can even improve team dynamics. As you can imagine, this can have a significant impact on overall company success.

But knowing that 360 feedback is important and knowing how to give it are two completely different things. Sometimes, you need a little guidance — especially if 360 feedback is a new concept for you. Let’s look at why 360 feedback is so important for management and what to consider when giving feedback to your boss. We’ll also look at 20 great examples for manager feedback.

Related: What is 360 feedback?

Why 360 feedback for managers is important

360 feedback for managers gives employees a voice. It allows employees, at all levels, to share their insights and observations about their boss’s leadership. This approach ensures that managers receive a balanced view of their performance, highlighting strengths while also pointing out areas that may need attention or refinement. When done right, it can lead to enhanced communication, stronger working relationships and a more cohesive team.

Check out our free comprehensive guide on 360 feedback

The art of giving feedback to your boss

Before diving into the examples, we’d like to share some key principles when giving feedback to your boss:

1. Be honest but tactful: Honesty is king, but the way you deliver your feedback is equally important. Being too blunt can come across as disrespectful, while sugar-coating may dilute the message. Finding the right balance can be difficult, but it becomes natural with time.
2. Focus on behaviour, not personality: Your feedback should address specific behaviours or actions rather than personal characteristics. This keeps the conversation professional and constructive.
3. Be specific and provide examples: Vague feedback is not useful and can even cause undue frustration. Provide clear examples (as seen below) to back up your observations.
4. Use the ‘sandwich’ method: The sandwich method is a classic for a reason. Start with a positive comment, followed by the constructive feedback and end with another positive note. This approach softens the impact of criticism.

Read More: What are the advantages of 360 feedback?

20 Examples of feedback for managers

Here are 20 examples of how to give feedback to your boss, divided into positive feedback and constructive feedback.

Positive Feedback examples

1. “I appreciate how you always listen to our ideas and encourage open communication within the team. It makes us feel valued and respected.”

Highlighting this behaviour reinforces its positive impact on team morale.

2. “Your ability to stay calm under pressure sets a great example for the rest of us. It helps keep the team focused during challenging times.”

Praising their composure can reinforce the importance of emotional intelligence.

3. “The way you break down complex projects into manageable tasks is incredibly helpful. It keeps everyone on track and makes the workload feel more manageable.”

This feedback acknowledges effective project management skills.

4. “I’ve noticed that you consistently acknowledge team members’ hard work. It’s motivating to know that our efforts don’t go unnoticed.”

Recognising their appreciation for others encourages continued positive reinforcement.

5. “Your willingness to delegate tasks shows trust in your team. It empowers us to take ownership and perform to the best of our abilities.”

Highlighting trust can encourage continued delegation, which fosters growth and development within the team.

6. “Your promptness in addressing concerns is commendable. It shows that you care about the team’s well-being and the quality of our work.”

Praising responsiveness reinforces the importance of swift action.

7. “I appreciate your transparency when it comes to company decisions. It helps us understand the bigger picture and how our work contributes to overall goals.”

Transparency is vital for team alignment and motivation.

8. “Your openness to feedback, even from those of us who are less experienced, is inspiring. It creates an environment where everyone feels comfortable sharing their thoughts.”

Encouraging a feedback-friendly culture is beneficial for continuous improvement.

9. “The regular team-building activities you organise have significantly improved our team cohesion. It’s clear you value our collaboration.”

This feedback highlights the importance of team bonding for a harmonious work environment.

10. “You’ve done an excellent job of setting clear expectations for our projects. It’s made it much easier to prioritise and manage our workload effectively.”

Acknowledging clarity in communication reinforces the need for well-defined goals.

Constructive Feedback Examples

1. “While I appreciate your drive for results, sometimes the urgency can feel overwhelming. It might be helpful to discuss timelines more collaboratively with the team.”

Suggests a more balanced approach to deadlines, promoting team input.

2. “I’ve noticed that sometimes, in meetings, quieter team members struggle to get a word in. It might be beneficial to actively invite input from everyone.”

Encourages inclusivity in discussions, which can lead to better decision-making.

3. “While your feedback on our work is always insightful, it would be even more helpful if it were more timely, allowing us to make adjustments sooner.”

Timeliness is key in feedback, and this suggestion promotes a more proactive approach.

4. “I think it would be beneficial if we could receive more regular updates on project progress. It would help us stay aligned and adjust our work as needed.”

Regular communication can prevent misunderstandings and ensure everyone is on the same page.

5. “Sometimes, it feels like certain team members’ contributions are not acknowledged as much as others. Perhaps ensuring everyone’s efforts are recognised could boost overall morale.”

Suggests more equitable recognition of team efforts to maintain morale.

6. “I’ve observed that during busy periods, there’s a tendency for some tasks to be delegated without clear instructions. More detailed guidance could help us avoid confusion and work more efficiently.”

Clear instructions are crucial for effective delegation.

7. “It might be helpful to have more one-on-one check-ins. They could provide an opportunity to discuss challenges and achievements in more detail.”

One-on-one meetings can offer a more personalised approach to management.

8. “I think we could benefit from more strategic planning sessions. They would allow us to better align our work with the company’s long-term goals.”

Strategic planning helps ensure that day-to-day work is contributing to broader objectives.

9. “While your enthusiasm is infectious, sometimes it feels like we’re taking on too many initiatives at once. Prioritising a few key projects could help us deliver better results.”

Focus is essential for delivering high-quality outcomes.

10. “I’ve noticed that in high-stress situations, communication can become quite abrupt. A calmer approach could help maintain a more positive team atmosphere during those times.”

Suggests maintaining composure in stressful moments to preserve team morale.

Providing feedback for managers is an important element of professional development that benefits both the manager and the team. Whether offering praise or constructive criticism, the key is to be honest, specific and considerate. By doing so, you contribute to a culture of continuous improvement and mutual respect, which ultimately leads to a more successful and happier workplace for everyone.

If you’re interested in learning more about People Insight’s fast and easy to use 360 feedback tool, get in touch with us today.